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Investors in People – what is it?

Investors in People

On the business networking circuit and online, I have become known as The Investors in People guy.  Investors in People is not all I do – see my What I Offer page – but I believe in the principles of the framework and its power to make life easier for my clients.  As it is a ‘business to business superbrand’ it deserves an explanation.

What Investors in People Is

It is a structured method of measuring the extent to which four key ingredients of success apply.  These are:

  • Clear goals
  • Learning is part of the job
  • Good leadership
  • Involved people

If you think these apply to you at all levels – individual, department/team and organisation – you are most likely already an Investors in People in most respects.  You should bear in mind, though, that most of the evidence is gathered by talking to your people.  It is therefore perception-based.  There is often a gap between the reality which managers see and that which the rest of their team perceives.

Many of my clients use me as their adviser as they follow the best practice disciplines.  They do this to gain insight, with no intention of seeking accreditation, and that is fine.

How Does It Work?

The best way to demonstrate is by example, so see the case studies for Care Matters, Elmtree Garden Contractors and Rise Technical Recruitment

Moving Up a Level

An Investors in People organisation meets all the requirements of what we specialist experts call the Core Standard.  To provide extra stretch and challenge against world class best practice, there are additional elements to the framework.  The number of these additional elements dictates whether an organisation is Silver, Gold or Platinum.

Investors in People Gold

The Reasons for ‘doing’ Investors in People

In ascending order, these are:

  • to get the badge.  The accreditation is a sign of quality which gives many organisations a marketing edge.  Many suppliers to public sector bodies or large corporates need to show evidence of a quality system in their framework documents.
  • to become a great place to work.  The science of happiness tells us that all of us should be mindful of the need for personal fulfilment and motivation in our lives.  Looking forward to coming to work, and enjoying the company and mutual creativity of our colleagues, ought to be a natural state.
  • to achieve better results.  Investors in People is hard-nosed in relating the way you lead, manage and develop your people to your business objectives.  For example, if a training course is not helping you achieve what you need to, why are you doing it ?  It is all about unlocking the potential of your team, increasing its focus and improving communication and teamwork.  As a result, your capacity to achieve excellent performance is greatly enhanced.

What Investors in People is not

  • prescriptive – it doesn’t tell you what to do, it asks searching questions so you gain insight about your management practice, facilitating a process of finding solutions
  • bureaucratic – Investors in Paper! – only two documents are required: a business plan and a training plan
  • an open cheque book for training – direct spend on training often decreases because you get better at in-house coaching etc
  • an easy option – it is a serious strategic approach to achieving better performance
  • about pay, terms and conditions, disciplinary/grievance procedures, health and safety, hiring and firing
  • a touchy-feely bolt-on HR initiative

Want to learn more ?

You can either book a consultation visit at no charge or, if you have a group of people, request a workshop

Business Training

Business training

Every piece of business training I do is designed around each client’s specific needs.  For a list of the sort of topics I cover scroll your mouse over Business Training above.  If you prefer downloads here is a selection :

The Secrets of Successful Teams   download pdf

Righting Wrongs   download pdf

Isn’t it just common sense?  download pdf

Happiness and Motivation   download pdf

Can’t we all just get along?   download pdf

Protecting sensitive data   download pdf

It’s not our job to sell, is it?   download pdf

Business training – other topics

  • Team leadership skills
  • It’s time for a propoer chat – appraisal skills
  • Presentation and personal impact skills
  • Managing workplace stress
  • Writing in Plain English
  • Telephone / email communication skills
  • Problem solving tools and techniques

The payback on business training

My experience tells me that a traditional one-off one-day course rarely pays back the investment.  An approach that has really worked for my clients is : three or four half-day workshops about 4/6 weeks apart, with practical tasks set in between and experience shared of how those tasks went and what the group members learned from them.  They then become accountable to each other for follow-up implementation of the learning in the workplace.  The learners go on a journey together and work out for themselves how to achieve their objectives and those of the programme.

The result is that people actually use the knowledge and skills they have learnt.  I then work alongside many of my clients to give guidance on how to evaluate the outcome of this business training in a straightforward measurable way.

Prices

Prices start from as little as £25 per delegate for a half-day workshop.  There are quite a few variables to consider, so why not, get in touch for a no-obligation chat, at no charge ?

What I offer

Management skills – my range of services

management skills

Consultation visit – no charge

I will come to your place of business to get to know you, find out what’s going well and not so well and listen carefully to your ideas.  I set no time limit on this and I make no charge.  I then go away and prepare a crystal-clear proposal based on your requirements.  It will outline what I will do for you, how I think we can address any management skills issues appropriately and how much it will cost.  The proposal acts as a starter for ten in our further discussions.

Developing Your Organisation

Planning a change ?  See the need for a shake-up but want to make sure it works ?  Wondering what to do about your working culture ?  I have coached over 300 clients in thinking through what they need to do.  I’ve seen a few of them tumble into huge traps, and a great many others show how good they are.  I can share these experiences and this insight with you in review and action planning meetings either one-to-one, with senior management teams or with dedicated project teams.

Recently, I have provided a lot of support to owner managers who wish to gradually exit from day-to-day involvement in their business and would like to see it continue as a going concern.  A popular route is via employee ownership, whereby they sell the business to the employees on e.g. a ten-year loan, which is very tax-efficient from both standpoints.  Where I come in is in educating the employees and future leaders in the commercial acumen and business skills they need to take the reins.  There are significant cultural changes that need to happen to make sure the transition works.  I facilitate these, and act as a Trustee to make sure the Directors in the new structure are accountable and that governance is sound.

More information is at http://employeeownership.co.uk/about-the-employee-ownership-association/

I have successfully completed major projects to overhaul appraisal systems and introduce 360 degree feedback systems.  I have adapted these methods to create simple, straightforward versions for smaller organisations.

With my experience of representative groups such as Works Councils, many clients have benefited from using me as independent facilitator when such groups meet either for the first time, when there’s a major change or when they are taking on a major cultural project.

What a lot of my clients seem to appreciate particularly is my expertise when human relationships run into difficulties.  Key people not talking to each other, conflict in the workplace, jealousies or “silo thinking”, these are all problems I have taken on fearlessly and with positive outcomes.

Testing The Culture

If your business proclaims its quality, service, excellence or being the best, you really should have a way of proving that you are at least moving in the right direction.  To your clients and your employees, when thinking about how happy they are with you, reality is nothing; perception is everything.  Before planning any change, get an independent specialist to gain real insight into what they are really thinking.

There are many ways to test perceptions, chief among which are one-to-ones, focus groups and questionnaires.  We will agree in advance which combination of these is right for you and I will set up everything that is needed.  The output is a report which we use as the basis for your culture change programme – with management skills training likely to be high on the agenda.

I am licensed to use a great bit of survey software that produces attractive, high-impact reports that really help management to decide on how they will respond.  This puts the spotlight on the managers’ role in the process of follow-up improvements.

Team-building events and outdoor activities

outdoor activities

When you’re trying to communicate an important message to your team, there’s no substitute for a get-together where people can speak up, get to know each other better and share views.  Also, the importance of sharing a meal together is not to be underestimated.  Arranging and facilitating one of these events involves more than you might think, so get an expert in.

Let me show you what can be achieved in just one day !  I am partnering with a really top class outdoor activities provider, so if you’re after a team awayday with added value that makes a big difference, I would love to talk to you.

I am a big believer in the power of laughter and physical activity, so I have a wide range of games and exercises which always generate a big buzz.  I am expert at extracting the So What For Our Business from these when the time comes for the group to reflect on the point of these activities.  The result is that no one leaves thinking that the event was Just A Jolly.

Management skills training

people skills training

Being a leader; managing people.  Not an aspect of the job that some people relish, but it is a skill that can be developed.  The bespoke in-house learning events which I design, deliver and evaluate for you are aimed at creating a relaxed, non-threatening environment which acknowledges the experience and existing management skills of the participants.  They are based on real issues that need to be fixed in the workplace, and focused on improving effectiveness.

If you are to motivate your people, you need to understand them, and if you are to understand others, you need to understand yourself.  That is why I use a wide range of simple self-awareness questionnaires that act as eye-openers for managers to gain insight on :

  • Leadership styles
  • Working styles
  • Career motivations
  • Sources of authority
  • Belbin team roles
  • Learning styles
  • Emotional intelligence

… and more

Developing Your People

I never expect anyone to come to me to be trained.  Instead, I will listen carefully to what you need and design a series of bespoke learning workshops for you.  You can have this delivered in house, and can be confident that it will be enjoyable, as my main belief with training is that it must be based on active fun.  See my Training page for a list of topics.  I also do one-to-one coaching.

I maintain a library of learning resources which acts as a toolbox we can dip into whenever appropriate.

Health and Wellbeing

You can find a full explanation at http://lancecross.co.uk/business-performance/health-and-wellbeing/.  This is a framework/standard I am accredited to use to carry out an assessment of all the activities an organisation offers to promote health and wellbeing in its workforce.  The output is a detailed report comparing these activities to best practice.  It is very valuable in gaining insight so my clients can keep improving.

Investors in People – Gaining the Standard

This proven management framework is now recognised as a business ‘superbrand’.  15,300 organisations in the UK are accredited Investors in People with many more working with the Standard.  Whether you choose to go for the Award or not, I will act as your no-nonsense guide as you follow the management disciplines the Standard sets out, focusing relentlessly on valuable insights and measurable gains for your business.

Investors in People – Maintaining the Standard

If you already have the award, you may be wondering what next ?  The answer is plenty.  Winning the award is an early stage of your journey, and I will help you decide what to do to keep up the momentum as your business continues to improve, and make sure your good practice doesn’t slip between award assessments.

Investors in People – Raising the Standard

Investors in People

There is so much more to Investors in People than the core Standard.  The ‘Your Choice’ parts of the extended framework can be really illuminating if you want to be tested at a more advanced, more stretching level.  This is a chance to gain further insight and grasp hold of the practical meaning of areas like developing values, working together, different approaches to training and setting meaningful objectives.  If you are interested in Bronze, Silver or Gold accreditation, I have had a lot of success with helping clients to achieve this.

 

Mid-project review – no charge

Rather than press on with a set programme which was first agreed months ago, I will check with you that what I am doing for you still meets your needs.  I recognise the need to keep talking, adapt to circumstances and to make sure the work (for example, on management skills) is going in the right direction for your business and having the desired effect.  I will discuss with you successes and difficulties you are experiencing and make any necessary changes to the programme.  I make no charge for this visit.

Let a business guru help you improve your performance

business guru

Hi, I’m Lance and I care about making a difference.  I get my buzz from working with teams of people to improve their performance.  Businesses and not-for-profit organisations of all sorts benefit from working with me as their consultant, and consider me something of a business guru.  Recently I have achieved a lot with housing associations, builders, professional service firms, engineers and social care charities.

If you are a business owner/manager, it’s likely that what you have achieved is a success, and you deserve congratulations for that.  Your employees have increased in number, you have survived some tough times and you have become much smarter in the way you do things now.

‘So why do I need a business guru?’

The simple answer is :  to gain some powerful insight into how the way you do things compares to best practice.  Here are the questions you face:

  • How can you stop fighting fires and  do what you had originally planned to do when you started ?
  • How do you reduce stress, look after strategy, get involved in the things you like doing and spend more time with your family ?
  • How do you sustain this for the future ?

The answer lies in thinking more deeply about the people in your team. My strong conviction is that there is always more potential to be fulfilledGiving your management a tune-up, helping everybody get along better and working on skills will make sure you capitalise on all the hard work you have put into systems, hardware and recruitment.

The results are that life becomes easier for everybody.  Your people care more about your business, become more professional and communicate better with each other.  Your stress levels reduce.

If, like me, you believe that becoming a better employer will boost your bottom line, and that fostering an increased sense of direction and togetherness in your team will lead to business success, let’s talk!